Latest Techniques In Training And Development

LATEST TECHNIQUES IN TRAINING & DEVELOPMENT PRESENTED BY:Alokparna Gupta(02) Sony Samal(71) Shreya Kumari (103) Barsha Mohanty (108) Priyanka Priyadarshi(30)

OBJECTIVE OF THE STUDY:-

To study: The

Latest Techniques used for Training and development.

 Comparative

study between Traditional, Blended, Latest Training methods.

THE SECTORS INTERVIEWED Hp, IBM, TCS, WIPRO, MANTHAN SYSTEMS, Lg soft

 IT-



INSURANCE—HDFC Standard Life insurance



BPO- Genpact

LATEST TECHNIQUES ADVANTAGES  New

technologies have made it possible to:  Reduce

the costs associated with delivering training

 Increase

the effectiveness of the learning environment

 Help

training contribute to business goals

 Avoid

geographical barriers

TECHNOLOGY & COLLABORATION •

•

The use of technology for learning requires collaboration among the areas of training, information technology, and top management. For technology in training to be effective, it needs to be designed with good learning principles to match the capabilities of the company’s technology infrastructure, and to have top management support.

TECHNOLOGY'S INFLUENCE ON TRAINING & DEVELOPMENT 

Technology and collaboration

Digital collaboration

Synchronous communicatio n

Asynchronous communicatio n

TRA DIT ION AL LEA RN ING APP RO ACH

Tr ain er / In struc tor . D eliv ery .C ont ent

Lea rne r Le arne r

• Exp er ts • Re sour ce • Ma teria ls

Le ar ne r

BLEN DE D LEA RN ING APPR OACH Tr ai ner -de liv ery -con ten t

On li ne lear nin g

Lea rne r

Ex per t

Lea rne r

Lea rne r

Resour ce mat erial webs ite

E-LEARNING APPROACH Technology Delivery Mechanism (Online, iPod, Simulation Content)

Learner

Experts

Learner

Trainer/Instructo r

Learner

Resource Materials Websites

LATEST TECHNOLOGY: Internet - Online learning  Web based learning  E-learning  Learner Management System (LMS)  Learning –portals  Multimedia  Distance learning  Expert systems  Electronic support systems  Training software applications 

FUTURE OF TRAINING & DEVELOPMENT New techniques of training 

Instant Messaging



Mobile technology (IPODS/PDAS)



Networking



Learning Portals



Intelligent tutoring Systems (ITS)

FUTURE TRENDS AFFECTING TRAINING 

The use of new technologies for training delivery will increase.



Demand for training for virtual work arrangements will rise.



Emphasis on storage and use of intellectual capital will rise.



Training departments will become “virtual training organizations.”

FUTURE TRENDS 

(CONTINUED)

The use of new technologies for training delivery will increase.



Demand for training for virtual work arrangements will rise.



Emphasis on storage and use of intellectual capital will rise.



Training departments will become “virtual training organizations.”

EXPECTATIONS 

Cost of these new technologies will decrease.



Training costs will be substantially reduced through use of new technologies.



Technologies will allow trainers to build into training many of the desirable features of a learning environment.



Technology will allow training to be delivered to contingent, decentralized employees in a timely, effective manner.

APPROACH TO THE STUDY : 

Information collected



Questionnaire preparation



Data collection through internet & telephonic interviews



Analysis of the data through SPSS.

QUESTIONNARIE

• Close ended • Open Ended

Likert Scale: • 4 point scale •Strongly disagree

Strongly agree

Data Collections: • Primary – Telephonic interview, Email • Secondary– Ebscohost, Employee Training & development, R.A Noe., Journals, Articles

RESEARCH PROCESS Research on Latest Training & Development Techniques

Research design decision• Cross-sectional • Descriptive

SAMPLING •Sampling-Non-probability •Sample Size-15 •Sampling technique– Convenient sampling

ANALYSIS 

Qualitative



QuantitativeSPSS (Rotated Component Matrix )

SPSS ANALYSIS Rotated Component Matrix(a) Component 1



2

3

V1

.587

.800

-.108

V2

.856

.266

.257

V3

.903

.143

.131

V4

.498

.452

.325

V5

.892

.044

.117

V6

.930

.196

-.174

V7

.157

.741

.643

V8

.770

.573

-.072

V9

.122

.961

.140

V10

.020

.064

.939

V11

.157

.741

.643

Extraction Method: Principal Component Analysis. Rotation Method: Varimax with Kaiser Normalization. 

a Rotation converged in 5 iterations.

VARIABLES COMPONENTS Component 1 V2-Blended learning V3- Synchronous V4-Motivation V6-Virtuality V8-Cost effectiveness

Component 2 V1- Geography V7-Learning environment V9-Proactiveness V11-Dynamism

FINDINGS

IT AND BPO  New techniques provide better interaction between the learners and the trainers.  This helps trainers to be proactive in their learning rather than driven by their employer.  New techniques of training are cost effective and save time  It increases the effectiveness of the learning environment and can facilitate better interaction.  They do not believe that, there exists a need of informal training program for effective learning.  They strongly agree that Infrastructure and geography does make a difference in conducting training programs. INSURACE AND OTHERS  They believe that, there exists a need of informal training program for effective learning.

LIMITATIONS 

Limited Sample Size



Paucity of time



Authenticity of response



Limited interaction



Close ended questions



Reluctance while responding

CONCLUSION



Blended learning is preferred



In future even better techniques can come which can help further to the organization to get the competitive advantage.

THANK YOU